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STREET FOOD ALLIANCE

Creating jobs, Supporting Start-ups, Revitalising the cityscape








What is the street food alliance?

It’s an alliance of street food traders, organisers, stakeholders and local council departments, set up with EU funding to develop, promote and support the street food industry in Birmingham and the West Midlands. We aim to use our experiences to develop a toolkit to be published for free online.



Why has it been created?

UK street food has undergone spectacular growth over the last few years; from a handful of businesses in 2010 to around 3,000 businesses in 2016. However, there are simply not enough opportunities for these businesses to trade legally and that’s limiting their potential to grow and flourish. As the trade association for the street food industry NCASS is aware of just how difficult it can be for new start-up businesses to find opportunities to trade.



Competitions!

Do you dream of running your own street food business?



The West Midland's street food alliance is looking for talented chefs and cooks who want to get started in street food. We are running a competition to find the most interesting and talented street chefs in the region. Successful applicants will receive additional business support, access to the investors, work experience with successful traders and more...

To find out more about the competitions select the appropriate image below:




Competition for street food traders to go from a pop-up-to-permanent restaurant, with access to investors, business support and the opportunity to try your concept.


Competition for street food start ups to win business support, access to investors, work experience and the chance to try their concept at the award winning Digbeth Dining Club.





What does Street Food Alliance hope
to achieve?


We have ten major objectives:



To develop a thriving street food
industry within Birmingham over the
next two to three years, capable of
supporting up to 150 street food
businesses, including 100 new startups
which will be developed and
supported over the period.

• To assist up to 30 current local street
food businesses to make the leap
from street food into bricks and mortar
establishments in Birmingham within
the next three years.

• To add to and support the cultural
capital, boost tourism and encourage
inward investment to the city with a successful and vibrant street food.

• To work with the council to redevelop and
regenerate areas and spaces within the city on
a temporary, semi-permanent, or permanent basis.



• To support a vibrant night time
economy within the city, reducing antisocial
behaviour and ‘reclaiming public
spaces’ for the community.

• To support existing retail and business
activities, increasing footfall and dwell time
in the city centre and town centres within the
city’s suburbs.

• To rejuvenate, re-energise and disrupt the food offering in the city.

• To increase council revenue while creating
jobs and supporting entrepreneurship and
innovation in street trading and at markets.

• To foster a greater culture of eating out within
the city by creating fun, safe, healthy and
vibrant street food alternatives.

• To put Birmingham at the heart of the fast
developing European street food industry.




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Latest News

Holiday entitlement for workers

by User Not Found | Feb 26, 2019
NCASS members can access specialist business support inclusive of their membership package.

With a majority of businesses resetting holiday entitlement in January, and staff beginning to book their 2019 breaks, it is worth taking a look at annual leave entitlement and understanding the rules to avoid any risk of disputes.

Generally speaking, there is no requirement for employers to offer paid leave for public holidays, yet there remains a lot of confusion around public holidays and pay. To provide clarity on the matter, Croner – the Nationwide Caterers Association’s trusted HR and employment law partner – explain UK bank holiday entitlements for different contract types below.

Bank Holiday Entitlement for Full-time Workers

UK bank holiday entitlement for full-time members of staff is dependent on the type of contract. Legally, individuals have 28 days or 5.6 weeks paid holiday per year. 

This entitlement does not have to include bank holidays, and paid leave for bank holidays is entirely at the discretion of the employer.

Bank Holiday Entitlement for Part-time Workers

Like full-time employees, part-time workers have no statutory right to bank holidays as paid leave. It's important to ensure parity between the two.

What’s most important is that you treat full-time workers and part-time workers equally. So if you allow one to have paid leave, so should the other.

Pro Rata Bank Holiday Entitlement

In a similar vein, you should not treat pro rata employees any more or less favourably than part time, or full time, workers.

The challenge with pro-rata staff members comes when they're working irregular hours.

There is no set formula for this, as long as you treat them equally and fairly, and have a policy set out in the employee contracts and handbook, you minimise any risk.

Bank Holiday Entitlement when off Sick

If a member of your team has bank holidays off as part of their entitled annual leave and is then sick on a public holiday, you should allow the employee to take the annual leave at a later time.

However, if the staff member has time off in addition to their entitled annual leave, and is then sick, what happens is dependent on the terms of their contract.

It isn’t unheard of for employees to feign illness when they are not entitled to paid leave. If you believe they're lying about their illness, you need to conduct a formal investigation and follow disciplinary procedure if necessary.

Making false accusations, or outright refusing to pay the employee SSP (if they’re entitled to it) is likely to result in a constructive dismissal claim.

Bank Holiday Entitlement on Maternity Leave

The first and most important to thing you need to consider when assessing holiday entitlement for an employee on maternity leave is this:

Current UK law entitles any individual on maternity leave to all the terms and conditions she normally has during the period she is absent from work.

You need to return to the staff member's contract for a conclusive answer. Are they normally entitled to paid public holidays?

If the answer is yes, then you should include those days in the employee’s entitlement.

If the answer is no, then you shouldn’t include those days as part of their annual leave. And they won’t accrue them during their time off on maternity leave.

Expert Advice

NCASS members have access to expert business support and specialist advice from Croner.

Get in touch with your Account Manager for more information.

Not yet a member of NCASS? Visit our membership pages here.




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